Jersey: Employee Rights/ Labour Relations

Jersey's Discrimination Law 2013 protects employees from unfair treatment based on seven protected characteristics including sex, age, race, disability, and sexual orientation. Understanding how direct discrimination, indirect discrimination, harassment, and victimisation apply in the workplace is crucial for employers of all sizes to ensure compliance and avoid tribunal claims that can now result in awards up to £30,000.

Jersey is set to introduce statutory whistleblower protection through draft legislation that establishes a comprehensive framework for raising concerns about wrongdoing. The proposed law defines who can make protected disclosures, outlines reporting procedures, imposes investigation obligations on recipients, and provides robust protections against retaliation including automatic unfair dismissal provisions.

Jersey's draft whistleblowing law introduces significant procedural requirements for protected disclosures, departing from UK legislation in ways that create both opportunities for clarity and risks of confusion.

The Employment Forum was tasked by the Minister for Social Security in May 2024 to consider the introduction of statutory whistleblowing protections in Jersey following the States Assembly's agreement...

The proposed amendments to the Employment (Jersey) Law 2003 and the Discrimination (Jersey) Law 2013 will bring significant changes to Jersey's employment law regime.

In June 2024, the Employment Forum produced a report and recommendations on the compensation awards regime in Jersey. The Minister for Social Security accepted the recommendations and requested law drafting.

There are of course many negatives arising from the current crisis presented by COVID-19. However, there could be real benefits for businesses and their staff if we take some...

At the beginning of 2020, no one would have predicted that the wealth management industry (in common with many other industry sectors) would be shortly engaging in what is effectively...

The (proposed) implementation of Amendment No 11 of the Employment (Jersey) Law is due to come into force on 28 June 2020 (subject to approval by the States Assembly).